Its a presentation on coaching vs counselling

1. COUNSELLING AND
COACHING

2. COACHING
• It is a performance improvement techniques
• It is a face to face discussion between a manger and subordinate to
get the subordinate to stop performing in an undesirable behavior
and begin performing desirable behaviors. (Fournies,1978)
• It is mutual conversation between a manger and employee that
follows a predictable process and leads to superior performance,
commitment to sustained improvement and positive
relationship.(kinlaw,1989)

3. Coaching
Process

4. Coaching Styles
• Driver : He tells the employees what to do?
• Persuader: He tells the employees what to do, explains it to the
employee
• Amiable : He is friendly and makes the employee feel it the right way
to do.
• Analyzer: He analyses the performance in a logical and systematic
way.

5. Counselling
• It is a process in which the counsellor helps the employee to solve his or
her problems.
• Counselling does not simply mean telling a employee how to solve
problems but also involves analyzing and understanding the employee
behavior and showing empathy and kindness
• Counselling is a process that focuses on helping one in understanding one
self as well as work trends so that one can take informed decision about
career and education.
• Counselling helps to manage a diverse range of problems of an employees
like poor time management etc.
• It is a process where employees are guided in overcoming performance
problems.

6. Objectives of
Counselling
• To help employee in realizing his future potential
• To help employee understand his strength and weakness
• To gain insight into employees behavior and analyze dynamics of such
behavior
• To provide empathic climate where employee can discuss his
tensions, conflict and problems.
• To prepare action plan for improving behavior and performance of an
employee.

7. Benefits of Counselling
• The employee learns to respond and adjust more positively to people
and situation
• Employee is able to improve his personal effectiveness
• Employee is able to clear the mind of emotion irritants, overcoming
his personal weakness and work more effectively.
• Employees feels more relaxed when his is able to share his concern
and problems with counsellor his trusted friend.

8. Process of Counselling
• Rapport Building
• Involves developing mutual understanding openness and acceptance.
• Exploration
• Understanding the employee’s feelings, his strengths and weakness, his
problemes and need
• Formulation of Action plan
• For counseling to be useful it should culminate in formulation of an action
plan for improved task performance.

9. Mentoring
• The process where an older and experienced person provides
support, training and guidance to a less experienced person to help
in his growth and development.
• It is a nurturing process of developing personal and professional
competencies in protégés.
• It infuses confidence in KSA , thinking and working together to
achieve organizational goals.

10. Mentoring
• Mentoring is a process in which an experienced individual helps
another person develop his or her goals and skills through a series of
time-limited, confidential, one-on-one conversations and other
learning activities. Mentors also draw benefits from the mentoring
relationship.

11. Process of Mentoring
• Understanding the protégés.
• Reviewing protégés Actions and consequences
• Identifying protégés Development needs
• Developmental Assignments
• Expanding protégés mental Horizon
• Develop Action Plan

12. Coaching Counselling Mentoring
Coach takes active role and interest in
training an employee to develop skills
and performance within the current job
Counsellor helps the employee to solve
his problems, especially emotional one
An older and experienced manger
provides guidance, training and support
to an younger less experienced person
An on going and long term process Addresses a short term need A long term relationship which may
continue through out the life
Coach acts as model for the trainee to
emulate
Helps individual to work through their
emotions and personal problems
Mentor acts as a friend, Philosopher
and guide
Coach gives guidance in the form of
direction, advice, critics and suggestion
The counselor provides him empathetic
atmosphere to share and discuss his
tension, conflict and concern and
problem
Mentor provides support and guidance
Help employee to correct and improve
performance and acquire greater
competence
Improve employee mental health Mentor helps protégé to deal with
problems but does not serve as
counselor for problems
Agenda is defined by coach Counselling is confidential A goal is defined by protégé.